Your organization likely already has a process in place to request that a new job be opened. If that’s the case, take a look at the approval process for new employees. There’s likely a job requisition template that you should use and submit to the HR team. 

If you work with a smaller organization or startup, requisition requests are likely handled on an ad hoc basis. Whether you have a form to fill out or you’re creating a request from scratch, there are X steps you should take to write a clear job requisition:

1. Communicate the value of the role
It might seem obvious that your team is drowning in work and needs an extra hand. But does the finance department, accounting, or human resources feel the same way? In order to create buy-in for the new role, be sure to make a business case and provide specific metrics. How will this job position create more revenue, save the company money, or help further your organization’s goals?

2. Don’t skip the job description
Beyond the justification for the new role, your biggest area of focus should be the job description. Many people start with a title (e.g., “We need another accountant here!”) and react accordingly.

You can reverse engineer your job description by starting with your outcomes. Determine what skill gaps you need to fill on your team or in your organization. Then write the role to cover those needs. From there, you can work with recruiting or talent acquisition to determine which requirements you need in the ideal candidate, and a salary range to match.

3. Think broadly 
Sometimes, you’ll need buy-in from other executives and departments to hire for a new role. Your chances of success are much higher if you include them in the recruitment process from the start. Ask other stakeholders how this job opening could impact their workflows. If the role truly is cross-functional, involve them in candidate selection and the interview process.

Putting together a job requisition request is about far more than pulling a title out of the air. It’s about creating a case for the position title and description that will convince your organization to invest in that role. Although it’s an internal document, the work you put into the job requisition will affect that new hire’s responsibilities, day-to-day experience, and — ultimately — whether they find a place at your organization or not.

Human resources professionals, hiring managers, and growing teams benefit from one-on-one coaching. Meeting with a coach can help you learn to prioritize better on a day-to-day basis. You’ll be better equipped to identify what your team needs, and communicate that value to others. 
Collected from Betterup